After working for a month and missing 6 days, can I report her after her salary is deducted?

If you say that you have something normal and ask for leave, you can report it. If it's a deliberate absenteeism, it's completely unnecessary. Even if you report your salary, you won't get it back. After all, it's you who don't follow the rules first

After working for a month, you can deduct your salary after six days, you can report them, and you can definitely report him.

Wait for a month to be absent for six days, and the pants are buttoned up, you can report them, and you have to negotiate with the boss to see how to solve the problem? I really can't solve it, so I'll report it again.

If you are absent from work, your salary will be deducted as a punishment, and it is useless to report it if you meet the regulations.

This depends on whether you have signed a contract before entering the factory, and the general contract is to leave without working for three days, and you can't get your salary, so you don't want to talk to her to see if you can give it.

Absenteeism, the enterprise not only bears the loss of missing personnel, but also bears the unexpected legal risk of not being on the job. It is impossible for any enterprise to condone such an employee, and the labor contract should be terminated!

You are absenteeism is not asking for leave, the company has regulations, whether you want the regulations of other companies like you, and it is normal to deduct your money.

Absenteeism without reason will deduct wages, which is the company's system.

It depends on what the boss tells you when recruiting.

Absenteeism can be deducted for three days of wages for each day, and a complaint can be reported to the labor inspection department.

The employee may file a complaint with the labor inspection department, and after verifying the materials, the labor department will file a case, conduct an investigation and deal with it, and issue a notice to the company ordering the employee to pay, and if the company fails to pay within the time limit, the employer will be ordered to pay the employee additional compensation according to the standard of 50% to 100% of the amount payable.

If the employee returns to the company, he or she may apply for labor arbitration to claim economic compensation on the grounds that the company has not paid the labor remuneration in time and in full, and the employee is forced to resign.

The employee may terminate the labor contract under any of the following circumstances:

1. Failure to provide labor protection or working conditions in accordance with the labor contract;

2. Failure to pay labor remuneration in full and in a timely manner;

3. Failure to pay social insurance premiums for workers in accordance with the law;

4. The rules and regulations of the employer violate the provisions of laws and regulations, and harm the rights and interests of employees;

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

The salary of the employee during the probationary period shall not be less than 80% of the minimum wage of the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard of the place where the employer is located.

Labor Contract Law of the People's Republic of China

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2) Paying wages to workers at a rate lower than the local minimum wage standard;

3) arranging overtime work without paying overtime pay;

4) Dissolving or terminating a labor contract without paying economic compensation to the worker in accordance with these Regulations.

Complain and report to the labor and social security department, and if it is not resolved, labor arbitration will be implemented finally. It is illegal to deduct three days' wages for one day of absenteeism, which violates the right of workers to labor remuneration. Employees are paid one day for one day of work, and the company may not pay for one day of absence.

However, the company stipulates that three days of wages will be deducted, and the extra two days of wages will obviously be the wages of other normal working days, which is suspected of deducting wages.

You can call 12333 to report, or you can go to the local labor inspection department to report, absenteeism is indeed a violation of labor discipline, deduct the day's wages, report criticism, demerits, deduct full attendance, etc., are all OK.

However, it is illegal to deduct three days' wages for one day of absenteeism, which is equivalent to the employee's failure to pay labor remuneration even if he or she goes to work for the other two days.

Legal basis

Article 85 of the Labor Contract Law of the People's Republic of China stipulates that if an employer falls under any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2) Paying wages to workers at a rate lower than the local minimum wage standard;

3) arranging overtime work without paying overtime pay;

4) Dissolving or terminating a labor contract without paying economic compensation to the worker in accordance with these Regulations.

Article 2 of the Labor Dispute Mediation and Arbitration Law of the People's Republic of China shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China:

1) Disputes arising from the confirmation of labor relations;

2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts;

3) Disputes arising from removal, dismissal, resignation, or remorse;

4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection;

5) Disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.;

6) Other labor disputes as stipulated by laws and regulations.

Basis for the law split: According to Article 50 of the Labor Law, "wages shall be paid in the form of money to the workers themselves on a monthly basis." Wages shall not be deducted or unjustifiably delayed. "Mess up.

Legal analysis: If the labor law does not deduct the amount of wages for a day of absenteeism, according to the current practice, the employer may quietly not pay the wages on the day of absenteeism, and shall not deduct additional wages except for the economic losses caused to the employer.

Legal basis: Interim Provisions on Payment of Wages Article 16 Where an employee causes economic losses to the employer due to his or her own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. The compensation for the loss of the economic spine can be deducted from the employee's salary.

However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

It is not legal for a worker to deduct three days' wages a day. The employer may not pay the remuneration for the day of absenteeism, but it cannot impose a fine. If the employer suffers economic losses due to absenteeism, the compensation for the economic losses may be deducted from the employee's wages for non-concedence.

Article 26 of the Regulations on the Supervision of Labor and Social Security stipulates that if an employer commits any of the following acts, the labor and social security administrative department shall order the employer to pay the employee's wages and remuneration, the difference between the worker's wages and the local minimum wage standard, or economic compensation for the termination of the labor contract. If the payment is not made within the time limit, it shall be ordered to pay additional compensation to the worker according to the standard of 50% to 1 time of the amount payable: (1) Deducting or defaulting on the wages and remuneration of the worker without reason; (2) The wages paid to the laborers are lower than the local minimum wage standard; (3) Terminating a labor contract without giving economic compensation to the worker in accordance with law.